#severance

I’ve been with this toxic cesspool of a company for about 6 years. How much severance will they give me?

1. Download / Save Everything

Paystubs (last 6–12)

Benefits summary (health, dental, vision)

401k + pension info

ESPP / RSU info

Performance reviews

Any key project notes or achievements (non-confidential only)

1. Update Your Professional Stuff

Résumé – add current responsibilities + measurable wins

LinkedIn – match job titles, add recent projects

List of references – 3–5 colleagues who respect your work

List of ex-Verizon contacts who left and landed well

1. Personal Finance Snapshot

Months of cash runway you have right now

Credit available (just knowledge, not use)

Monthly bare-bones expenses

Rough idea of what a severance package could extend (ballpark)

1. Devices / Access

Make sure personal email and personal phone are the recovery contacts on everything.

Ensure two-factor logins for personal accounts do NOT rely solely on your work phone or work laptop.

Save anything personal stored on your work device (photos, notes).

1. Mental & Tactical Prep

Expect tomorrow to be chaotic — stay neutral, say little, sign nothing.

If hit: take the packet home, don’t make decisions in the room.

If not hit: assume more waves and start quietly building an exit plan.

1. Download / Save Everything

Paystubs (last 6–12)

Benefits summary (health, dental, vision)

401k + pension info

ESPP / RSU info

Performance reviews

Any key project notes or achievements (non-confidential only)

1. Update Your Professional Stuff

Résumé – add current responsibilities + measurable wins

LinkedIn – match job titles, add recent projects

List of references – 3–5 colleagues who respect your work

List of ex-Verizon contacts who left and landed well

1. Personal Finance Snapshot

Months of cash runway you have right now

Credit available (just knowledge, not use)

Monthly bare-bones expenses

Rough idea of what a severance package could extend (ballpark)

1. Devices / Access

Make sure personal email and personal phone are the recovery contacts on everything.

Ensure two-factor logins for personal accounts do NOT rely solely on your work phone or work laptop.

Save anything personal stored on your work device (photos, notes).

1. Mental & Tactical Prep

Expect tomorrow to be chaotic — stay neutral, say little, sign nothing.

If hit: take the packet home, don’t make decisions in the room.

If not hit: assume more waves and start quietly building an exit plan.

Dan has brought a typical corporate America culture to Verizon. Long gone are the days of making a good salary, receiving a good bonus, and having a career path. This is the way it is going to go from here on out people... And I speak from experience.

1) Bonuses will be cut
2) Raises and stock benefits will be reduced (stock might be taken away)
3) Layoffs will continue. This is due to two reasons: 1) Dan wants 30% and this first round is only 15%, and 2) Frontier transition means more people on payroll and they can't be touched for x amount of time.
4) Travel will be cut and have to be approved by SVP levels. Any spending will be scrutinized.
5) Offshore jobs will accelerate. AI will take some, but they'll take the quickest path and that's moving jobs to India.

I am speaking from personal experience. I was actually told I had to take an 15% salary REDUCTION to stay with the company. This was over 20 years ago with EDS (Electronic Data Systems) and then when HP took over (sparked massive layoffs then too). Our CEO got a nice golden parachute on his way out.

Verizon has been very generous with their packages and I just don't see Dan carrying that onward. He is a axe man who will stop at nothing to squeeze out a little more profit.

I am glad I left corporate America and now make a comfortable salary in the private sector. I don't make as much money, but I am happy.. best job I have ever had and I make a difference.

I feel really bad for those being let go and for those staying. It's a lose-lose situation for everyone. Best of luck to all of you.

1) Another RIF in March
2) Bonuses being revamped downward
3) Severance package to include one week per year of service
4) Another RIF in August

Here is what I collected so far, had to stop at 50:
Negotiating a better severance pkg?
https://www.thelayoff.com/t/1kaeqr38f
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Would somebody who's been here for less than six months get any severance?
https://www.thelayoff.com/t/1kaeh7pbj
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Non-Compete and Severance Clauses
https://www.thelayoff.com/t/1kady1hnr
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Verizon Layoff Severance Packages in 2025
https://www.thelayoff.com/t/1kacrk8ch
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My severance
https://www.thelayoff.com/t/1kachh1qg
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Kind of want to get the severance.
https://www.thelayoff.com/t/1kaca1eph
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How do you receive and sign the severance paperwork?
https://www.thelayoff.com/t/1kac9a0t7
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How long does it actually take for severance to show up?
https://www.thelayoff.com/t/1kac1qb0f
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Severance package or just the door ?
https://www.thelayoff.com/t/1ka72vz4y
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Is it possible to get both severance and unemployment?
https://www.thelayoff.com/t/1ka686k4r
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When is severance payed out?
https://www.thelayoff.com/t/1ka28zyww
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Which one of you got #severance-rpts taken down
https://www.thelayoff.com/t/1ka278xkb
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Question Regarding Severance Eligibility and Service Time Calculation
https://www.thelayoff.com/t/1ka20r3qg
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Severance package ?
https://www.thelayoff.com/t/1k9zjr205
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Has anyone declined signing the terms of your severance, to preserve your right to sue, and been offered a bigger severance?
https://www.thelayoff.com/t/1k87enajg
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Severance package if RIF
https://www.thelayoff.com/t/1k7y58yvt
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What was your severance?
https://www.thelayoff.com/t/1k0pj225x
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Stock together for VSPers/Enhanced Severance
https://www.thelayoff.com/t/1jqvd7qde
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any one able to access the severance url ? I am getting unauthorized error .
https://www.thelayoff.com/t/1jqg9tpwx
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Severance payment
https://www.thelayoff.com/t/1vsvnKiS
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Verizon VSP severance portal link
https://www.thelayoff.com/t/1uJeFEor
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Severance Received?
https://www.thelayoff.com/t/1uIM7RcO
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60 Week Severance
https://www.thelayoff.com/t/1uFkw999
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Unemployment in TX / RIF’d with severance
https://www.thelayoff.com/t/1u8OG9kB
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For the VSP’ers, does anyone know if vacation will be paid out with the severance? Or as a last pay check prior to the severance payout?
https://www.thelayoff.com/t/1u186Ck8
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How much tax will they take out of the severance + bonus pay?
https://www.thelayoff.com/t/1tZy1oie
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Historical RIF severance question
https://www.thelayoff.com/t/1tV6NucB
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Severance Question for NJ
https://www.thelayoff.com/t/1sNYEvBW
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Any rumors on upcoming layoffs / severance package..
https://www.thelayoff.com/t/1sz5YgRU
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Do new hires receive a severance package during layoffs?
https://www.thelayoff.com/t/1qjjYJQJ
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severance pkg
https://www.thelayoff.com/t/1nlyWnwu
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No Guarantee for Severance
https://www.thelayoff.com/t/1mSHrGkZ
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Thanks for the summer off and then the severance Verizon
https://www.thelayoff.com/t/1mSYAQ1M
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Severance - last day
https://www.thelayoff.com/t/1lGe942j
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What was the last round of severance like?
https://www.thelayoff.com/t/1kvUvAdQ
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Can They withhold your severance?
https://www.thelayoff.com/t/1kce5s25
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Severance question
https://www.thelayoff.com/t/1jEqjxHN
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Enhanced severance
https://www.thelayoff.com/t/1juS7MNO
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You’re not working towards your retirement at Verizon, you’re working for your severance
https://www.thelayoff.com/t/1jtFNs4e
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Severance package?
https://www.thelayoff.com/t/1jqfT7sG
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Severance details
https://www.thelayoff.com/t/1jpiC0ah
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Which of these will be in the severance package?
https://www.thelayoff.com/t/1jnWT1ln
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Severance time
https://www.thelayoff.com/t/1i3Le7nT
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Verizon Severance Package
https://www.thelayoff.com/t/1eZWNo9G
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A New Year: get those severance packages
https://www.thelayoff.com/t/1eAjGomc
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What does a management severance pkg nowadays look like? 2 weeks per yr of svc maybe?
https://www.thelayoff.com/t/1aTzlN2H
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Is it smart to wait for severance
https://www.thelayoff.com/t/1a5NURKZ
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Should I file STD instead of accepting severance?
https://www.thelayoff.com/t/19dbgamu
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Severance Package changes
https://www.thelayoff.com/t/171FyOUj
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How does checking exempt affect my severance package
https://www.thelayoff.com/t/16Xcf1zT
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I was doing some research on common severance situations using my AI of choice and it mentioned that some have been able to negotiate a better severance offer even up to the VSP levels? Anybody know is that really a thing? I didn't think we really had any leverage in this whole thing?

Left on as a “special advisor” so he can keep his $20 million. F the board for even allowing that and F Dan for immediately cutting positions as a means to cost cutting when it is public knowledge that we are paying the man who ran us in to the ground what is basically a massive severance. If I were looking to save I would see that $20 million as a good start

If anything at all, give that S-B the same 2 weeks a year that the rest of us get. Terrible optics and a glaring example of corruption.

Has anyone else noticed “stock together” is now gone from “your total rewards” page?

Furthermore, according to the last non-voluntary severance documents, they paid you a prorated amount of your stock units.

That would equate to 83% of THIS years stock award you will get to keep. The rest for the following years will be forfeited.

Hello. I have money and am losing my work passion. It’s mostly as a result of workload and how frustrating it is to accomplish the most basic of things.
If I volunteer for lay off, what are the implications? Is the severance one year for someone with 25 years of service? Am I going to give up a good bonus score? I know scores are manipulated to achieve certain payouts. I am on the fence about continuing here, but I know I am very good at my job.

For those that are impacted by the reduction in force, please check or have someone go over the severance agreement to see if there's a timeframe set for a non-compete clause. This would include verbiage regarding a timeframe of which you may be illegible for employment by a similar company offering a similar or slightly different role. While some states do have limitations on this, please exercise due diligence.

Example: You may be barred from working in a telecom or similar company for a period of six months before they would consider hiring you. You would go through the whole interview process, but then get hung up during the final selection due to this.

How many others have pivoted from "oh, God, please don't let it be me," to "fu-k it, give me my severance" since this all started?

Sorry that were all here again trying to figure out how these decisions are being made. Ive been here 20+ years, worked for a lot of leaders at the top (some currently still there) and without giving out too many details -- unfortunately this is far too common in the tech industry. My peers and I have survived some major ones since 2015-- (some were impacted, relo'd, VSP, Rif'd --lots of great talent that was lost in the last decade) This happens pretty routine with some being larger when we changed leaders/strategy since the days of Lowell McCadams... Anyways, I've had a couple of discussions with several groups and take this comment as an educated guess (some claim they heard this from some decision makers) and if it helps you predict your outcome so that you can decide on next steps, then great-- but also remember that at this point-- all those decisions have already been made so "try" not to let this consume you (I know much easier said than done!) but just trust that you can't change that outcome so hopefully you can make peace with whatever happens from now until Thursday. That being said here's what I've heard

1. If you were asked to work from home this week -- you may be impacted -- this makes sense as to try and not have a huge emotionally charged situation happen in office on Thursday-- it may impact you or your overall group

2. Band 5 and up were suppose to be notified today, Band 6 (ADs) notified tomorrow, and the rest on Thursday --- Seems that some people are notified today so this seems to be likely as well

3. There will be guidance on who is rif'd to prevent law suits. It wont be random or get rid of x people, it most likely will be based on the following - Anyone on a performance PIP or write up, anyone tagged as "home based" and not near an office location (may be department specific) --- Everyone knows that theres a push for minimum 3 days in the office and BAU prior to covid... so if you moved, or aren't near an office then they may offer you the choice to move but with the interest rate etc. this option may not be likely for most-- *again this make sense just based on the direction of employees being hybrid or in office preferred. Not to say no departments/jobs can work from home, but that being the norm will change to the exception --FYI this is 14,500 emps alone across the enterprise (I have the exact number but don't need more people poking around how I know that!)

4. no Brainer- redundancy will be eliminated-- And for consumer it will start with the Sales leaders hierarchy-- This is not new folks, it will mean Indirect/Retail Market leaders will be consolidated starting on the sales side (heard this went from 6 to 4 today, but I haven't confirmed and someone from CSO told me this, but haven't checked so if someone can verify here thanks)----> which means DMs/managers,reps, store closures or plans to convert those to indirect, then their support teams will be consolidated which are field ops, field enablement, training, merch, HR, talent acquisition etc) and marketing groups that got beefed up again will get consolidated **more on this on #5, but this is also not a new way to make these decisions so it overall makes sense. When Krista left and Market leaders were stood up-- they just followed suit generally to the prior markets -- but we had a larger hierarch of AREA and consolidating it from 6-4 MPs make sense to do the same task with less people and just spread the out more.

5.) this one is a little bit more specific/niche to department/job function that's tied to the consolidating of Sales MPs --- this is general educated guess so it may be completely off-- but there's always been a move to group Retail and Indirect together in one umbrella-- which started even back in the days when Kevin was here before he came back. -- SO again not a new way to "consolidate" this means that strategy and operations needs to align-- which typically means Finance supports enterprise budget/data and these are your aggregated info/data folks (some consolidation may happen here also) but generally they don't support a particularly niche but support enterprise-- so everyone uses their info since thats what the leaders get, then you get the folks below them that take their info and break it down to dashboards and data, analysis for leaders tasked with managing people's performance/KPI and metrics -- these are probably your GTS folks, developers that get a jira, data scientist, data visualization, business intelligence roles (think MeTREX, tableau dashboards etc), groups managing resources that are EDW based, GCP developers etc-- (again may get touched but depends if theres overlap and redundancies---- )
But then theres other "rouge" reporting/strategy groups that do similar roles/functions but are either niche, or specific to a group--- back in the days, this would be your region reporting folks not in a finance umbrella or reporting folks that are with non/reporting titles and are in none data groups--- Making the choice on how to consolidate this will probably entail more than general guidance-- (back then it was streamlining titles, departments, or number of employees a manager has etc.) but if you're supporting more of a niche- then it may not align with overall strategy so you may also be impacted. This is probably the most vague--- but if you think Finance is the law with the numbers, then there are groups that support that that under that umbrella-- the further you get away from finance and move into supporting data/ops specific to a leader then this is most likely unnecessary redundancy--- (formatting colors, creating specific market reports etc) <<--- again this is speculation but in the past has been pretty common way to reduce headcount. Yes, a leader may want the report to look this way, and they dont want to go to 2 dashboards to get what's being consolidated for them, but this is now a nice to have and not a necessity

6.) lastly, this might be the main/first wave ,but most likely once the dust settles there will be further refinement in 2026--- Q1 to determine what is redundant or no longer needed. This could also be when they take salary into consideration (which would be terrible since I'm at the upper end of my band) but from what I heard Salary at this point may not be the main criteria but may be used later since most likely it's not just related to "bodies" being reduced, but savings in overall cost.

That being said-- feel free to chime in if you heard similar things... Having gone through so many of these and lost countless talented coworkers (most went to FAANG companies or other major tech ones!) one thing about Verizon-- if you've been here long enough-- then you are most likely highly skilled, trained and able to transfer those skills to multiple industries so if you are impacted-- I'm hopeful that your experience will be appreciated in other industries and you will eventually land somewhere. But it doesn't get any easier-- there's some really amazing talented folks that are always impacted by this and survivors remorse is also very real. A lot of us in 2015, even though we made it, still felt a heavy burden seeing our friends/co-workers be impacted. I know this isn't saying much-- but having personally worked with Kevin (and NO I am not a Kevin stand) from what I know he is a good guy and I don't think at least for him at his level this decision is easy and I also know some of the people that work under him and the ones I do know, in the past this has weighed heavily on them. I don't have much of an opinion on Dan but whats right for the investors may not always be great for the work culture but it's something thats gotta be done and for better or worse it happens in all tech industries-- so if this is not something you want to be in year after year maybe use your severance to decide what you want for yourself career wise next time --

Good luck everyone and hopefully I will see some of you on the other side of this!

Severance packages for laid-off Verizon employees are not one-size-fits-all—they vary based on factors like tenure, job band (e.g., below Band 5 vs. senior levels), union status, and whether the layoff is voluntary (VSP) or involuntary (RIF).

Based on historical patterns, recent voluntary programs, and employee reports, here’s what you can typically expect.

Note: These are general guidelines from prior rounds; actual terms for the 2025 cuts may differ slightly, and you should review your specific offer letter or consult HR/legal counsel before signing (signing often waives rights to sue).

Standard Severance Components

• Base Pay Continuation:

•  For most non-senior roles (below Band 5): 2 weeks of pay per year of service, with a minimum of 2 weeks and a maximum of 35 weeks.

•  For voluntary separation programs (VSP) or enhanced packages: Often 3 weeks per year, up to 60 weeks in past offers (e.g., 2018 and 2020 rounds).

•  Example: With 10 years of service, you’d get about 20–30 weeks of pay (roughly 5–7.5 months) at the standard/enhanced rate, based on your base salary plus short-term incentives (STI) divided by 52 weeks.

• Payout of Accrued Benefits:

•  Full payout of unused PTO/vacation time.

•  Pro-rated STI (performance bonus) and long-term incentives (LTI/stock) for the current year.

•  In some cases, personal hours or retention bonuses if applicable (e.g., from prior outsourcing deals).

• Health Benefits Continuation:

•  Medical, dental, and vision coverage typically extended for the duration of your severance period (e.g., up to 35–60 weeks).

•  COBRA subsidies may cover part or all of the premium for 6–11 months post-severance.

• Other Perks:

•  Outplacement services (career coaching, resume help) for 3–6 months.

•  Potential unemployment eligibility for up to 6 months after severance ends (though VSP takers may initially be ineligible).

•  No repayment if rehired by Verizon, but pro-rated adjustments apply.

Will we be distributed the stock grants awarded over the past three years if let go?

I reached out to friends and am hopeful to have a job lined up within next 2 weeks. If that's the case, would a RIF work out in my favor? Take the severance and push out my start date until I'm off VZ payroll?

If it is beneficial to me... Could I still volunteer between now and 11/20?

Standard severance would have been: $92K. But, I took VSP last year and I got $170K instead. VSP was the better choice me thinks.

I know many of you are kicking yourselves for not taking the VSP package but I want to share some positives of not taking it and getting RIF’d (assuming you get the max 35 weeks)

• had you taken it last year and had a last day of September, your insurance would now be running out at the end of this month. Instead, you have it through the end of this year and for another 7 months
• your severance pay will likely hit in 2026 making the tax impact much much smaller
• you don’t have a non compete and are can be rehired at Verizon. VSPers can never be employed by VZ or a subsidiary again
• instead of 60 weeks of pay, you essentially got 100 (granite you had to work for 65 of them. But that’s still more money in your packet than if you took the VSP)

Just wanted to provide a more positive outlook on this crummy situation. Best of luck to everyone.

I know this varies based on your severance amount, if you are the only earner in the family, etc.

But for you personally, how long will you wait to start the job search? Do you plan to take any time off for yourself before starting a search?

As of November 18, 2025, Verizon is undergoing its largest-ever round of layoffs, affecting approximately 15,000 employees (about 15% of its roughly 100,000-person workforce). These cuts, driven by subscriber losses, rising competition from rivals like T-Mobile and AT&T, and a push for cost restructuring under new CEO Dan Schulman, are primarily targeting non-union management roles and could impact over 20% of those positions.

Additionally, around 180-200 corporate-owned retail stores are being converted to franchises, shifting those employees off Verizon’s payroll. Announcements and notifications are expected as early as this week, with some reports pointing to November 20 as a key date for broader rollout.

There is no publicly accessible “layoff list” for Verizon (or most companies), as these processes are handled internally and confidentially to comply with privacy laws and avoid leaks. The layoff list is not something employees can independently check online or through external databases. Instead, determination relies on official company communication. Below, I’ll outline the most reliable ways to find out if you’re affected, based on employee reports, past Verizon practices, and current news.

Steps to Determine If You’re on the Layoff List

1. Monitor for Direct Notification from HR or Your Manager
. The primary and official way is through a personal phone call or email from HR, your direct manager, or an Assistant Director (AD) level executive. Based on employee discussions from previous Verizon reductions (e.g., the 2023 and 2024 rounds), affected employees are typically notified first thing in the morning—often between 8:00 AM and 10:00 AM local time. This call will include details on severance, benefits continuation (like COBRA), and next steps. If you don’t receive this by midday, it’s a strong indicator you’re not affected in this wave.


Tip: Keep your phone on and check voicemail/email frequently, especially on weekdays starting November 18-20. If you’re remote or in a different time zone, confirm your contact info in Verizon’s HR portal (e.g., via MyHR or Workday) is up to date.

1. Attend Company-Wide or Team Meetings
“Survivors” (those not laid off) often receive a follow-up group meeting or “business update” around 11:00 AM on notification day, lasting 15-45 minutes. This is where leadership (HR, ADs, or VPs) announces the changes broadly, confirms headcount reductions, and outlines impacts on remaining teams. These are usually held via Microsoft Teams or in-person for retail/corporate roles. Watch your Outlook calendar for invites labeled something like “Organizational Update” or “Q4 Restructuring Briefing.”
Why this matters: Skipping or missing this could signal you’re affected, but more likely, it’s a sign to follow up with your manager.

2. Check Internal Resources and Portals
   • Log into Verizon’s employee self-service portal (e.g., My Verizon for HR matters or the internal intranet) daily for any updates on “reduction in force” (RIF) or voluntary separation programs (VSP). In past rounds, VSP offers (e.g., enhanced severance for voluntary exits) were posted here first, allowing some employees to opt in before involuntary cuts.

   • Review your paystub or benefits summary for any flags, like frozen PTO accrual or changes to performance reviews—these can precede layoffs.
 Note: As of now, no mass WARN Act notices have been filed publicly for this 2025 round, which suggests notifications are being staggered to avoid triggering 60-day advance requirements (under federal law for mass layoffs of 50+ in certain states).

3. Network Internally and Listen for Rumors
. Discreetly talk to trusted colleagues, especially in HR or your chain of command, without spreading panic. Employee forums like TheLayoff.com and Reddit (e.g., r/verizon) report that some senior directors (Sr. Directors/ADs) receive the affected names 24-48 hours in advance, leading to subtle leaks.

Common signs from insiders include:
• Sudden “obs” (observation/performance reviews) being paused or rushed.
• Managers acting distant or scheduling vague 1:1s.
• Team-wide emails about “upskilling” or AI integration, which often precede cuts in legacy roles.
 However, avoid relying solely on rumors—Verizon has denied some exaggerated claims (e.g., mass store closures as “false”).

1. Consult External Resources for Confirmation
   • WARN Tracker or State Labor Departments: Search sites like warntracker.com or your state’s Department of Labor site (e.g., California’s EDD or New York’s DOL) for Verizon filings. These are public but lag by weeks and only cover mass events (50+ jobs at one site). No federal WARN has been filed yet for November 2025.
   • Union Support (If Applicable): If you’re in a unionized role (e.g., CWA for wireline or installers), contact your rep immediately—they negotiate protections and may have early intel. Non-union management is hit hardest here.
   • Legal/Financial Advisors: If notified, don’t sign anything without review. Verizon’s typical severance is 1-3 weeks of base pay per year of service (e.g., 10 weeks for 5 years), plus health benefits for 3-6 months, but it varies.

If You Are Affected: Immediate Next Steps
• Negotiate Severance: Past packages included $1.7-1.9 billion funds for 4,800 roles in 2024—push for extensions if needed.
• Update Your Resume/LinkedIn: Highlight transferable skills (e.g., 5G, customer ops) and network in telecom (jobs at AT&T or T-Mobile are surging).
• File for Unemployment: Eligible immediately in most states; use tools like FlexJobs for remote gigs.
• Mental Health Support: Verizon’s EAP (Employee Assistance Program) offers free counseling—access it even post-layoff.

Layoffs su-k, but they’re not always personal—Verizon’s churn (e.g., losing 7,000 postpaid subs last quarter) is the driver. If you’re not hearing anything by end of week, focus on building resilience (e.g., upskill in AI via internal training). Stay proactive, and reach out to HR for clarity if anxiety spikes. For personalized advice, consult a career coach or employment lawyer.

After all this i kind of want to get severance. It would be a nice chunk of money. Plus I can get a job pretty quick and get used to it while getting paid from verizon. I think I want to get severance now. I don't know if I want to stay with verizon long term like I thought I wanted after this. I think the culture is about to be toxic and I mean toxic as in nothing is ever going to be good enough.

Is it all online? Or do they mail you forms and you have to have it notarized and mail it back?

Does it hit with the next pay period or does it usually come later?

Anyone know if personal hours are also paid out in addition to unused pto? In CA we get an annual payout in the spring so I am wondering if that would also be included in addition to our pto payout and severance (yes I know severance and pto are paid out separately)

E-mail came today to I assume everyone on the old pension. It seems like they are trying to get longtime employees (who would have large severance packages) to quit. It might work.

Are laid off employees entitled to a prorated VCIP paid out in Feb or as part of their severance payment?

Does anyone know the off the books date?

For staff 60 and older, will Vz give the option to be laid off or take early (forced) retirement? I keep hearing about retirement program where if you are at least 60 and haven’t least 15 yrs service you might be eligible for retirement benefits…in addition to RIF package?

Any one from Germany, how much need to negotiate for 6.5 years experience in synopsys. please help me to understand some thumb rule to negotiate with HR.

In German labor law, if you want to challenge a termination (Kündigungsschutzklage) in court, you must file the lawsuit within 3 weeks of receiving the termination letter.

Skyworks has created a new severance plan for top executives.
It was approved on November 11, 2025 and filed on November 14, 2025.

This plan only covers Vice Presidents and Senior Vice Presidents who report directly to the CEO.
Directors, managers, engineers, and all non-executive employees are not included.

If a VP or SVP is laid off in normal times, they receive:
• One year of base salary
• One year of company-paid medical insurance
• A partial bonus they have already earned
• Some RSUs that would have vested within the next 12 months

If a VP or SVP is laid off after a merger or company sale, they receive:
• One and a half times their base salary
• One and a half times their target bonus
• Eighteen months of company-paid medical insurance
• Full vesting of all RSUs
• Extra time to exercise stock options

To receive these benefits, they must sign a legal release and follow non-compete rules.

This plan gives very strong protection to VP and SVP executives.
Regular employees do not receive these benefits.

Many Sr. Directors were axed today in retail and across other orgs. Everyone else impacted will be notified on Thursday. For Band 6 (Directors & ADs) employees that are impacted, I'd encourage you to take the package they're offering because there will be more cuts and the severance might be worse.

Wfh in claims with no office to go back into. When will we get the exit offer.

Curious what (if any) severance they’ve been giving people during these re-orgs. Is it paid as a lump sum or every 2 weeks like a usual paycheck? Do they give a few weeks/month of benefits so these folks aren’t scrambling for immediate coverage?

If we get a RIF notice, how long before we can file for unemployment?

Does anyone know if you can collect unemployment if you have been given severance?

When/If Rif’d, does your severance include at risk commission? Or just standard two week check per year you’ve been with the company?

I am an asm currently, and I would like to get severance. Is there someone I can talk to, to get this rolling?